MN7181-People and Organizations

MODELS OF RECRUITMENT AND SELECTION

Recruitment and selection is a vital process in the strategic human resource management of an organization. It is the process through which employees are valued and addressed as human capital and organizational assets. The recruitment and selection methods are therefore very crucial and important ways that should be executed correctly. The long term effects of these methods will have a direct impact on an organizational scale and they are also integrative since the HR is linked with many other internal processes (Compton, 2009).

The methods of recruitment and selection range from traditional methods to new ones and it is the task of the management of the organization to choose the suitable method wisely according to the situation and the requirement.

a)      Past Experiences

This is one of the traditional methods where new candidates are selected and shortlisted according to the past experiences that the management has had with the relevant job role., the scope of the job and the type of people who were in that position previously.

b)     Selection Paradigm (Matching Attributes)

This is the case where the best fit for the job is selected when the job requirements, the candidate’s personality traits are matched in the best manner possible.  This helps organizations to specify the jobs and attract the candidates that best match for the position in terms of job specific knowledge, personality traits, work ethics and the ability to blend in with the organizational culture (Ioannis Nikolaou, 201).

c)      One to one interviews

One to one interviews help the interviewer to better identify the candidate on a personal scale and have a close up interview. This is a traditional method that is still in practice. However, this can have negative consequences if the interview is conducted between two people since the outcome has a possibility of being biased.  (Society for Human Resource Management , 2019).

d)     Task oriented matching

Task specific jobs such as positions in the technology sector, financial, data analysis etc. requires an excellent selection method. Since these job roles are very specific and task oriented, the way an organization advertises these positions and how the company initiates its recruitment process also has a huge impact on the candidate pool that will respond for the vacancy.

e)      Head Hunting

Head Hunting has emerged as a widely popular technique in the recent past used in recruitments and selection processes.  Some organizations prefer this method over relying on employment agencies, especially when the need arises to fill a top position in the management. The headhunters track employees who are in need of changing jobs, their interests, the reward packages that would attract them etc. and make the correct move directly or indirectly to push the prospective candidates to apply for the position (William Finlay, 2018)

Conclusion

Recruitment and selection processes, irrespective of whether they are traditional or modern, should be executed in the most suitable manner possible, by aligning in the organizational goals with the employees’’ requirements in order to achieve the bet long term stability of an organization.

References

Compton, R. L. (2009). Title Effective Recruitment and Selection Practices. CCH Australia Limited.

Ioannis Nikolaou, J. K. (201). Employee Recruitment, Selection, and Assessment: Contemporary Issues for Theory and Practice. Current issues in work and organizational psychology.

Society for Human Resource Management . (2019). Interviewing Candidates for Employment. Retrieved from Society for Human Resource Management: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/interviewingcandidatesforemployment.aspx

William Finlay, J. E. (2018). William Finlay, James E. Coverdill. Cornell: Cornell University Press.